This is the article from the WSJ.com that wasI mentioned in class about the stigma attached to being laid off. By DANA MATTIOLI
With unemployment at 9.4% and rising, it’s a buyer’s market for employers that are hiring. But many employers are bypassing the jobless to target those still working, reasoning that these survivors are the top performers.
“If they’re employed in today’s economy, they have to be first string,” says Ryan Ross, a partner with Kaye/Bassman International Corp., an executive recruiting firm in Dallas. Mr. Ross says more clients recently have indicated that they would prefer to fill positions with “passive candidates” who are working and not actively seeking a job.
The bias extends from front-line workers to senior managers. Charlie Wilgus, managing partner of executive search for Lucas Group, based in Atlanta, says a manufacturing client looking for a division president recently refused to consider a former divisional president at Newell Rubbermaid Inc. whose department had been eliminated. The client doesn’t want candidates who have been laid off, Mr. Wilgus says.
Employers’ preference for the employed adds another hurdle for those who have been laid off. Job seekers frequently are competing with dozens of other applicants for the few available positions.
Note - this is an excerpt.
This is the article from the WSJ.com that wasI mentioned in class about the stigma attached to being laid off. By DANA MATTIOLI
With unemployment at 9.4% and rising, it’s a buyer’s market for employers that are hiring. But many employers are bypassing the jobless to target those still working, reasoning that these survivors are the top performers.
“If they’re employed in today’s economy, they have to be first string,” says Ryan Ross, a partner with Kaye/Bassman International Corp., an executive recruiting firm in Dallas. Mr. Ross says more clients recently have indicated that they would prefer to fill positions with “passive candidates” who are working and not actively seeking a job.
The bias extends from front-line workers to senior managers. Charlie Wilgus, managing partner of executive search for Lucas Group, based in Atlanta, says a manufacturing client looking for a division president recently refused to consider a former divisional president at Newell Rubbermaid Inc. whose department had been eliminated. The client doesn’t want candidates who have been laid off, Mr. Wilgus says.
Employers’ preference for the employed adds another hurdle for those who have been laid off. Job seekers frequently are competing with dozens of other applicants for the few available positions.
Note - this is an excerpt.
http://online.wsj.com/article/SB10001424052970203803904574431151489408372.html
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